• Knowledge Management Research
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• v.2 no.1
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• pp.45-63
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• 2001

The role of knowledge as the key source of potential advantage for organizations and economies has become a hotly debated topic. Some studies found that organizations had their own knowledge management styles. Knowledge Management draws form existing resources that organizations may already have in place. Checking the organization's infrastructures for Knowledge Management is the first step for Knowledge Management. Although the as- is analysis of organizations before knowledge management is important, but there is no study on the readiness for Knowledge Management. This study reports on the development of an instrument designed to measure the readiness of an organization for knowledge Management. Starting with the literature, 4 dimensions - strategy, process, culture/people, and technology - and 18 factors were identified. Then, a questionnaire for measuring readiness was created. Finally, the instrument was pilot tested to prove its reliability and validity. Following the pilot test, the factors all demonstrated acceptable levels of reliability. The result is 19 factors instrument comprising 4 dimensions which provide a useful tool for measuring the readiness for Knowledge Management.

• Journal of the Society of Disaster Information
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• v.2 no.1
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• pp.3-18
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• 2006

Recently the demand for civil bodyguards and security guards shows rapid growth by the social development and improve the quality of life. However the supply and training system have some limitations in spite of the high demand guard-secretary. The main role of secretaries has been to accompany superiors in order to maintain their dignity or trait. But the secretaries are required to play additional roles of safety managers such as a security manager, a protocol manager, an intelligence manager and a protective driver in order to overcome the domestic and the international safety environment and to elevate the quality of service as a competitive work. So, the purpose of this article is to analyse current situation of civil body and security guard training industry and to seek an educational model. For it, the following questions will be examined. First, Do the professional training organizations meet social demand for the body and security guards? Second, What kind of training has to be provide for the body and security guards? and what the qualifications of the trainers? Then, what are the differences in training courses between private organizations and universities? Is there differences in the job placement among the trainers of private organizations and universities? etc.. In summary to meet the social demand common curriculum for the body and security guard will be drawn from the analyses of diverse training organizations with different training courses in contents, training periods, educational value, and social aim.

• Korean Journal of Organic Agriculture
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• v.11 no.2
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• pp.61-78
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• 2003

This study compared the levels of North Dakota and South Korean conventional and sustainable farmers' participation in community organizations. The North Dakota data were collected in 1990 from a sample of 568 farm and ranch operators. and the South Korean data were collected in late 1999 and early 2000 from a sample of 147 farmers through interviews and surveys. The data were analyzed using the SPSS ANOV A computer program. The sustainable farmers in both countries were more likely to participate in community organizations than the conventional farmers. Nevertheless, through this comparative study it was found that some differences between two countries exist due to their different cultural backgrounds. Whereas Americans were oriented more to morality and ethics influenced by church, farmers in Korean were more influenced by civil movements. Whereas the reduced tillage farmers in Americans were more likely to be sustainable farmers, the mixed farmers in Korea were more likely to belong to conventional farmers. While individuals in community organizations focused on the economics of agriculture, sustainable farming and farmers' social participation were social matters, which were used to develop sustainable community.

• Health Policy and Management
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• v.8 no.1
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• pp.97-111
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• 1998

Do managers in health center perceive red tape in their organizations\ulcorner Most people would think so, but researchers have often found that health center organizations do not necessarily have higher levels of rule intensity than private hospitals. It there are higher levels in health center organizations, what explains their existence\ulcorner In this article, I discuss the results of a survey of health center managers that explored their perceptions of red tape in their organizations. Red Tape can be defined as rule and procedures that occured a excessive regulation. The survey included two dimensions and two hypotheses of red tape in health center managers. The hypotheses included health center and size that claims cause managers to create red tape. 119 managers who working in health center and private hospitals in Chonbuk area, participated in this study which was conducted by direct interview. The results show some support for two hypothses. The results showed some differences between health center and private hospital managers' perceptions about certain aspects of red tape. I also found differences between large size and small size managers' perceptions. The study call for more systematic analysis of red tape, including the use of methods, in support of current reform efforts aimed at reducing red tape.

• Asia-Pacific Journal of Business
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• v.3 no.2
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• Management & Information Systems Review
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• v.19
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• pp.105-128
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• 2006

In accomplishing the objectives of the hospital organizations effectively the good results of hospital information systems depends upon the usefulness and forms of informations provided by them under certain conditions. This study is aimed at examining how much hospital information systems are influenced by the characteristics of organizations and information systems. The results are as follows. 1. In the viewpoint of variations of organization characteristics, the support of chief executive group, the participation of users, education and training has good effects on satisfaction rates of users and system utilization rates as evaluation instruments of results of hospital information systems. 2. In the viewpoint of information system characteristics, the nearness of information sources, the scopes and qualities of informations has good effects on satisfaction rates of users and system utilization rates as evaluation instruments of results of hospital information systems. Accordingly interests and supports of chief hospital executives are required in order to heighten the results of hospital information systems, and there must be participations of organization members in their construction and performance. Also there must be training and education of members in the hospital affairs in using them. In such a condition of hospital organizations the good results of hospital information systems will be produced. The above concluded things must be taken into consideration importantly in their introduction and development.

• Asia pacific journal of information systems
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• v.8 no.3
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• pp.37-49
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• 1998

The basic goal of CALS is to improve transactions and relationships among organizations through information sharing and integration. CALS is an information strategy which needs strong cooperation between organizations or between users and developers in design step. However, current design methodologies using IDEF models, that are considered to be standard for CALS system development, has some limitations. For example, it is difficult for system developers to communicate with counterparts by IDEF model since IDEF models are difficult for counterparts to understand. In this paper, we suggest a development methodology for GALS systems by complementing IDEF model with Document Trace Diagram, which we developed as a communication tool, The concept of Document Trace Diagram stems from the fact that most information exchanged within or between organizations is in the form of documents and most standard operating procedures of organizations are about processing the documents. It helps system developers identify functions and their ICOMs (Input, Control, Output, Mechanism) with ease and little communication cost. With this methodology, we have constructed the GALS prototype system for construction industry.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.22 no.50
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• pp.341-349
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• 1999

Ever since the ISO (International Organization for Standardization) established the ISO 9000 Family standard in 1987, many countries have selected this as their national standard and have provided support for its implementation and conducted assessment activities on the results of its implementation. Likewise, certification assessment was first begun in Korea in 1994, with the result that over 7,600 certificates have been issued to domestic enterprises during the past 5 years or so. This is significant not only in the remarkable growth rate in terms of quantity but also in the fact that it has made possible the establishment of a quality system that meets international standards among Korean enterprises. In this article, it will briefly introduce the establishment and certification of the ISO quality system for those organizations that are complying with the quality system as a part of the process of strengthening their quality competitiveness. For those organizations that have already established the quality system and implemented it for years, we will show the direction for continuous quality improvement in order for these organizations not only to fulfill the requirements but to maintain the superiority of the quality system and their management quality. In addition, it will show what preparations are necessary for organizations and certification bodies in order to expand a manufacturing process-oriented quality system to one that is geared to the total management quality.

• The Journal of Society for e-Business Studies
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• v.15 no.4
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• pp.197-218
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• 2010

Korean Government has invested a lot of efforts on digital contents industry. It believes that the digital contents industry enables Korea to regain the reputation of the most powerful IT country. Among its various efforts to promote the digital contents industry, a Digital Contents Identifier System, called UCI(Universal Contents Identifier), has been developed and deployed. UCI has provided a critical infrastructure for digital contents production and distribution. Thanks to Korean Government's efforts, users (companies and individuals) have currently registered 3.8 million digital contents through 25 RA organizations. Although the number of registered contents has been increased rapidly, many organizations hesitate to adopt the UCI system due to the lack of visible and short-term returns from the UCI system. Thus, this research tries to explore factors which affect UCI user satisfaction. This research finds that user's awareness, information quality, and service quality are the critical influencing factors toward UCI user satisfaction. In addition, this research finds that the critical influencing factors in public organizations are different from the critical influencing factors in private organizations. These findings hopefully provide useful guidelines for disseminating the UCI system widely.

• Journal of the Korea Fashion and Costume Design Association
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• v.17 no.4
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• pp.191-200
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• 2015

The purpose of this study is to analyze the difference of educational institutions and majors on Learning Participatory Motivation of Lifelong Education Organizations of Universities and Job Technical Colleges that are operating academic degrees on bachelor of fashion and associate of industrial arts in Academic Credit Bank System. The significance of this study is to provide basic information for educational institutions to promote efficient operation and devise a strategy for reinforcing educational competitiveness according to individual Learning Participatory Motivation and purpose of learners. In this study, educational institutions were classified into Lifelong Education Organizations of Universities and Job Technical Colleges operating academic degrees in Academic Credit Bank System. Degrees were divided into bachelor of fashion and associate of industrial arts, and majors were divided into fashion design and fashion business for bachelor of fashion and fashion design and fashion business for associate of industrial arts. Looking at Learning Participatory Motivation of learners, factors selected by learners as considerations for registration and selection of currently affiliated educational institution were found to be 'acquisition of degree at a university' and 'acquisition of degree' for Lifelong Education Organizations of Universities and fashion design major, and 'for employment' and 'acquisition of new knowledge and skill' for Job Technical Colleges and fashion business major.